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Are women still struggling for knowledge sharing in the knowledge industry?
The knowledge industry mandates an increased effort in continuously updating your skill sets but a woman has lots of personal liabilities. Which take up a lot of her time. On one side is the struggle to manage a work life balance, and on the other to make sure that knowledge is getting shared with them. How can a good work life balance be achieved? What are they ways to extract knowledge from counterparts?

Agree that updation of knowledge is critical to survival and growth in the knowledge industry. Be it domain knowledge or technologies, it is important to remain tuned in with the latest developments in the field. Given the work-life balance issues that we women face, finding time for acquiring knowledge and access to right kind of information are key challenges. What I would suggest are the following:

• Setting aside some time on a daily/weekly basis for self-study of books, journals, etc.
• Forming a network with like-minded colleagues for knowledge sharing.
• Identifying e-learning tools and programs which offer free or low cost knowledge resources (For eg, there is a course on Project Management offered by PMI that involves minimal contact classes over weekends).
• Taking up memberships/joining relevant forums that help in knowledge sharing.
• Taking a sabbatical or getting into a flexi/part-time job if longer time is needed for a full-fledged training course
  I believe that with some focus, discipline & networking skills, we can do it!

Vijayalakshmi Rao
COO, Scope e-Knowledge Center

I really appreciate the answer, but how to extract it from experienced counterparts, who are reluctant in sharing their knowledge at times. I have faced this challenge many times, when it comes to real time implementation. All these journals, forums, etc, provide theoretical knowledge but when it comes to practically deploying them, we have gaps which only real time exposure can bridge.

Tripti Saraswat
business analyst, Headstrong

I can only say that if you are working in a progressive and learning oriented company, then the company culture and policies will themselves provide for such knowledge sharing in a formal manner. Otherwise, in traditional organizations, knowledge is power and the more experienced/knowledgable will only hold on to information. In our company for instance, we make sure that all new processes/feedback/technical updates are documented and shared with everyone concerned in the team. Thats the only way the entire company can learn and benefit

Vijayalakshmi Rao
COO, Scope e-Knowledge Center

Why do we have to depend so much on our counterparts to extract knowledge and to gain experience through their experiences. It is better to take out some time exclusively for our self and plan how we want to bridge the gap. I will give you a simple example like if we plan something for our kids like should they learn swimming, should they play outdoor games, we just make it happen by all means, however tight our schedule is. If I have to learn technology which otherwise will be a deterrent in my work, I will learn it by all means. Believe in self, manage time and stop looking around at what counterparts are gaining.

Archana Kaul
quality head, Corbus

It is not about what counterparts are gaining, but how knowledge could be shared? Planning for kids to learn swimming or play outdoor game are different then knowledge acquisition. How I have come to this level is through acquiring and reading as much as possible. But sometimes there is need for a platform for experience sharing. There are some organizations that are providing such forums, but is this happening industry wide? This is what I wanted to understand.
Sometimes there is need of a mentor who could provide right direction. Reaching the correct source becomes difficult at times, I agree that it is not impossible though. That is why my pointif good knowledge sharing platforms are available, it would be easy for woman. It is not depending; it is rather reaching to correct source of information on time.

Tripti Saraswat
business analyst, Headstrong

Nasscom has programs for member companies whereby selected employees are chosen to attend meetings/workshops/trainings by a mentor/group of mentors invited for this purpose. Companies can also come together to build a critical massand then invite senior women to be mentors and guides.

Atreyee Ganguly
executive editor, Dataquest

Yes, industry wide initiatives, as started by Nasscom, should be welcomed and executed in order to provide right direction and focused mentorship. This will not only boost the morale of women in the knowledge industry but also lay down the path to be carried forward for fighting against the glass ceiling.

Tripti Saraswat
business analyst, Headstrong

Gender inclusion and developmentis it a numbers game?
With our goal of women empowerment what in your mind is more importantto see an equal representation at senior management levels or to empower women with potential to reach positions where they can make a difference, and not worry too much about an equal mix at the top

I believe it is the latter. If we are able to effectuate changes to motivate and enable women with potential to reach positions where they can make a difference, we will in due course of time see the first one follow. It is the basic empowerment and persistent sustainability which will ultimately lead women to more responsible roles.

Shweta Latawa Chhabra
lead designer, Freescale Semiconductor

Numbers dont tell the whole story. More than concentrating on the numbers and recruiting more women, we need to ensure that the ones who come in are not leaving. We need to create an inclusive workplace. Women should not only be attracted to join but believe they have equal access to growth and opportunity, so that they remain in the organization and grow, thereby making it a win-win for both. If we enable women with potential to reach positions, an equal mix at senior levels will be achieved.

Suman Joshi
co-founder and director, Interweave

I believe well never see an equal mix in senior-top management for the basic reason that however modern and open-minded we get, women still, and will for some years to come, have the option to or feel more pressured to opt out of their careers. What the industry needs, as Suman and Shweta have said, is to make sure that women with potential, stay and contribute.

Atreyee Ganguly
executive editor, Dataquest

I agree to what Suman is saying. It is important to be in the organization and grow along with the organization. For sure, for deserving candidates sky is not the limit be it men or women. Industry believes and knows that a working women is dedicated and her productivity too is higher. It is only us women who have to believe this and should not sacrifice our future and potential for personal reasons. However challenging the situation might be for a woman, it is not going to stay the same for ever, so why give up and do something which will leave us dissatisfied in the long run? Talking more with the female staff in the office will help to reduce women attrition in the office.

Organization are doing their bitthey have even decided that they will have women comprise 10-12% of the total staff; work from home facility is normally given to women; coming late to office due to understandable personal problems is somewhat acceptable; extending maternity leave is another option. Beyond that it is not under organization control if we just pick the option to continue or quit.

Archana Kaul
quality head, Corbus

Atreyee Ganguly
atreyeeg@cybermedia.co.in

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